A report on managing the problem of declining performance.

A report on managing the problem of declining performance.

Part A

  1. Identification and description of the problem

Performance-related problems are very rampant in many organizations. Problems on performance vary in magnitude, including smaller, medium, and bigger ones. Declining production may be a result of some people fails to deliver to their expectations or as a result of the leaders failing in their roles. To identify the problem quickly, we may have a look at the performance data of the organization. When the production of a particular product, for instance, has dropped significantly over a while, we may term that as a more significant drop in performance. Managers and the employees are the ones tasked with the company’s performance A report on managing the problem of declining performance. The success or failure in the particular process is directly linked to them. To manage performance, therefore, we need to have a focus on two module concepts, which are task and person orientation. For an organization, being task-oriented means giving the manager a chance to exercise control (Open University 2010, 248). On the other hand, person-oriented refers to recognition of the rights of individuals working in the organization. For managers, they need to ensure the organization’s objectives and goals are set. Also, they have to be keen on ensuring people’s rights are not exploited while in the work environment.When delegating duties, the whole process needs to be done in a very honesty and integral way.Also, monitoring and supervision have to be done well to avoid disagreements between managers and workers. When everyone’s boundary is respected, the organizational work will be expertly done to realize optimum performance. A problem may be evident in a situation where there is no coaching, rewarding, and encouraging. In this case, lack of encouragement may make employees feel worthless. In this case, their output will be meager, leading to declining performance. Therefore, a problem of this nature needs a transparent way of handling it. In the event where there is no good rapport, the manager should look into ways of restoring normality so that employees perform to their best. Identification of a problem is very vital to enable leaders to act swiftly. Also, the description of whether the problem is social, political, or psychological will be relevant to allow stakeholders to realize appropriate means of handling them. For instance, a social problem between two people would be amicably solved may through transferring one person or through talking to them. If there is a misunderstanding, encouragement will help them settle their scores so that they start working optimally A report on managing the problem of declining performance.

b. analysis of the problem

Analysis of the problem may take the form of day to day measure of the team’sperformance. Supervision and monitoring help managers ascertain if work performance is increasing or declining (Open University 2010, 247). These two concepts also help leaders to know if the workers are following the right procedures and standards in carrying out their work schedules. In this case, they swiftly identify a problem before it magnifies and become more prominent. In these early phases, the managers may opt to change the production processes so that they realize maximum output. Also, they may opt for training employees further and giving them the necessary support to ensure the best performances are achieved. Through monitoring, the stakeholders can quickly identify if the problem is at the individual or organizational level. This will help bring clarity among all those involved in corporate settings.In case the declining performance is as a result of lack of training on the side of employees, the company may carry out rampant training and coaching to ensure employees are well versed with their roles.

More so, alternative solutions to the production processes should be devised to ensure success is realized. When analyzing the problem, a manager should question his or her objectives in a particular concept. Are the goals SMART, measurable, and attainable? (Open University 2010, 253). These questions will help in coming up with proper solutions for all the negative influences A report on managing the problem of declining performance. The analysis is also done to check if the company objectives were set too high or too low. These objectives have an impact on employee morale. Checking on them, therefore, helps in restoring parity and ensuresperformance is well achieved. Also, monitoring helps in doing away with conflicting objectives. In this case, the stakeholders would discuss out with employees support to see the best solutions to the particular problem. This will help do away with conflicting issues, thus leading to success.

c. Recommendations, advantages, disadvantages and implications

Efficient analysis of the problem would always help bring out a possible way of achieving success. This will help people come up with the best feedback for a particular performance. Through giving and receiving feedback, the organization will realize all the potential causes of declining performance and come up with clear ways of handling them. The recommendations for declining job performance should be based on enhancing the attitude of all the workers. Managers should strengthen their supervision of the workplace to determine all the loopholes leading to a lack of better performance. They should apply all the supervision organizational ways, including continuous, intermittent, planned supervisory meetings, and supervision on request procedures (Open University 2010, 246). All these ways will be based on checking the effort of workers and all other factors that hinder them from delivering adequate performance. At the organization, we recommend continuous supervision in the case the employees are not delivering at all. Ongoing supervision will enable the manager to realize where the problem lies and devise appropriate means of handling it A report on managing the problem of declining performance. Surveillance goes handy with monitoring (Open University 2010, 247). Through monitoring, all the loopholes leading to failure will correctly be identified and deal with. Another recommendation for employees is giving feedback. In this case, the workers are made aware of what they are doing, where they are failing, and what the best way to realize excellent performance is. When good feedback is given to workers, they will swiftly act to correct their performance. This will raise the work mood leading to rising performance. Lastly, on recommendation, the arrangement for the performance appraisal meeting will be helpful to all managers and employees as everyone will realize his or her fault and step up for the company performance.


Managing declining performance would always be accompanied with some advantages. When the performance is achieved, all people will step up in their efforts leading to the success of the organizations. Also, more training and performance appraisal will place the workers in a good position. This way, they will work efficiently to realize their potential. With improved performance, there would be a good understanding and enhanced relationship between employees and their managers. It is through these trust, mutual understanding, and cooperation that they will realize the best way forward for their organization. Another advantage of managing declining performance is best on the way it helps in saving organization resources. Through excellent performance, the company resources are preserved by ensuring optimum productions in every production process.


Although managing a problem is always a positive aspect, some disadvantages always accompany the procedure. For example, the rampant training of employees on new processes leads to the consumption of many resources. More funds are pumped into teaching processes to ensure workers buy into the organization’s idea. Furthermore, much time is used in stepping up the company’s performance appraisal. This leads to a wastage of time, which should have been applicable in the production process.


The implications of managing a problem would always lead to some changes. For instance,underperforming employees who are resistant to change would be fired. Also, the team would be obliged to work under pressure so as to reach the set target. Overall, the management and application of the performance appraisal procedures would result in the achievement of the organization’s objectives and effective delivery through the improvement of the performance A report on managing the problem of declining performance.

d. Presentation

This encompasses the submission of the performance appraisal results to the stakeholders. In this case, all the results of the declining performance are submitted for analysis and conceptualization. This is effective to come up with the necessary actions and steps to ensure workers deliver. The results to be presented include all the internal and external influences, which negatively impact the company’s performance. Presentation is done by the various managers at the departmental level to know the type of changes made. Through these processes, multiple resources are committed to the change aspect of the performance appraisal. All the needed reshuffling of staff and firing of some employees is also done at this time.

Part B

Statement of Practice

In managing problems related to performance, the organization will base on making some changes. For instance, the work standards for the company workers would be revised. This is done primarily to ensure the working time is increased. In our organization, employees are fond of leaving the premise very early as long as they reach a particular threshold of the work. Henceforth, the habit has been changed, and all the employees should report on time and leave in unison with others. Following these rules will help restore uniformity among all the employees and make all of them feel motivated to work.

Also, the changes will be implemented when structuring supervision. For instance, supervision by request and intermittent supervision would not be applicable as per the changes (Open University 2010, 247). As a result, continuous monitoring would be welcomed to ensure employees are on the toe with their tasks. The supervisors will be located in a way that they spend the majority of time with the workgroups. This would be an indicator of helping new employees adjust to the work environment A report on managing the problem of declining performance. Also, it will help curb underperformance among employees as they would be subjected to the immense pressure of delivering their service.

For managers, conducting a performance appraisal meeting should be done to realize the employees’ performance. Also, this process helps in understanding the changes made and agreements put in place to lead an organization forward. In conducting the meetings, appropriate time should be dedicated to avoiding interruptions (Open University 2010, 266). Employees have to finish up with their daily tasks; therefore, before these meetings are carried out. This will ensure all of them are present to listen to the issues being aired out. Atypical appraisal meeting should discuss the purpose of the meeting, objectives to be met, and demands of the job requirement (Open University 2010, 266). Also, the conference should be aimed atdiscussing developmental needs for all the employees. The new objectives put in place should be strictly followed and monitored to ensure people do not go against them. In the end, this will lead to stable performance in the organization. Also, many people would be comfortable and happy to carry on their duties without much pressure.

Another vital area of management includes promotions and taking up of leadership by the organizational employees. Advertising is done particularly after the end of appraisal meetings. This is the right time to pick up people who are well versed in the culture and traditions of the organization. Through appraisal, the training enables managers to spot employees who have great potential with their areas of specialization. This is the right way of realizing performance, especially in non-performing sectors of the company. Appraisal, therefore, enables employees to give their all potential, knowing that they will, at some point, occupy senior positions in their environment. As a leader, a person should apply critical thinking, creativity, and personal insight when handling and dealing with employees. Notably, one should be well versed in how to handle issues and quarrels that emanate among employees. The disputes maybe are minor but when left unsolved, will result in more significant problems. A leader should, therefore, have an insight into all the emerging issues and knowingly determine the best way of solving them.

Furthermore, effective communication should be a focal point of the employee-manager relationship. Those in senior positions should be in a high position of allocating tasks and ensuring there is a good passage of information to employees. Through excellent communication, employees will build trust in a particular leader and have confidence in all the procedures that needs attention A report on managing the problem of declining performance.


Open University, M. a. M. P., 2010. pp. 247-267 ed. s.l.:Cambrian Printers.